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Chief Human Resources Officer

Tulsa, OK

Chief Human Resources Officer
Tulsa, OK

The Chief Human Resources Officer, reports to the President/CEO and is a member of the executive leadership team who will lead strategic human resource development consistent with the core values of a faith-based organization; and is the lead champion directing organizational diversity, equity and inclusion strategy.  The Chief HR Officer will be responsible for strategic human resource planning, identifying and implementing long-range strategic talent management goals to include positioning the organization as an employer of choice.  The Chief HR Officer is responsible for directing, creating, setting, managing and evaluating legally compliant human resource policies, procedures and best practices.

Strategic Business Partner:  Leads the collaborative development of strategic human resource plans, goals and objectives.
  1. Collaborates with the executive leadership team to define human resource plans, goals and objectives, including both strategic and tactical management planning, in alignment with the organizational mission and strategic plan.
  2. Identify key performance indicators for the human resource and talent management functions to assess the organization’s success and market competitiveness.
  3. Partner directly and effectively with members of the executive leadership team, program and administrative directors to successfully promote and ensure quality human resource plans, policies and procedures.
  4. Provide guidance, leadership, and oversight to the human resource team.  
  5. Plan and recommend staffing budgets, manage expenditures and report on budget variances.

Leadership Development and Performance Management.  Develop human resource planning models to identify competency, knowledge and talent gaps, and develop specific programs for filling the gaps.  Talent management through succession planning for leadership positions, training and development programs to prepare employees for increased responsibilities and programs to enhance employee knowledge and understanding of the organization and not-for-profit/social services industry.                     
  1. Oversee the design, implementation, and delivery of training and employee development programs.  Assist with the delivery of training sessions for all employees as necessary regarding human resource best practices, programs, policies and procedures. 
  2. Research, develop, advise the executive leadership team, and implement a competitive and cost-effective compensation and salary administration program, benefits, performance appraisal, and employee incentive pay program.
  3. Act as a resource for directors and front line supervisors providing counseling and support as necessary in dealing with performance issues, employer/employee relations issues, conflict resolution and interpretation/application of employment policies and procedures.

Compliance.  Develop appropriate policies and programs for effective management of human resources of the organization.  Included in this area, but not limited to the following would be programs for employee relations and incentive pay, affirmative action, sexual harassment, employee complaints, external education and career development.                                                                                        
  1. Develop programs to allow the organization to embrace applicants and employees of all backgrounds and to encourage and empower the individual development both personally and professionally thereby enhancing the performance of all employees.
  2. Ensure the organization is in compliance with local, state and federal regulatory oversight and funding agencies, Federal and State laws, accrediting bodies and best practices in employment law, human resource and talent management.
  3. Manage the human resource information system database and generate dashboard reports necessary for timely analysis of human resource status and key performance targets.
  4. Ensure compliance with employment, benefits, insurance, safety and other laws, regulations and requirements.
  5. Actively participate in conflict resolution, lead and oversee employment investigations and legal action in concert with the President/CEO.

Department Management: Provide leadership, guidance and direction to the departmental staff in the performance of their duties, establishing work priorities for achieving strategic initiatives.      
  1. Define, create, innovate establish and implement quality employee life-cycle plans and policies.  
  2. Develop a strategy for recruiting top talent and retention of current employees; and determine and implement effective recruiting budgets with a positive return on investment.
  3. Evaluate the human resource staff for continual improvement of the efficiency and effectiveness of the group, as well as providing individuals with professional and personal growth opportunities.
  4. Manage department staff in the performance of human resources and administrative functions including, but not limited to:
    1. Hiring and recruiting policies and procedures
    2. On-boarding activities including new hire orientation and training
    3. Benefits enrollment
    4. Maintenance of the HR information system and report generation
    5. Coaching front-line managers on the application of policies and procedures
    6. Maintenance of employment files pursuant to record retention policies
    7. Manage worker’s compensation
    8. Establish employee training, licensing, professional development tracking of initial requirements and annual renewals for all programmatic and administrative employees.

Education and Experience:
  • Bachelor’s or Master’s Degree preferred with a major in human resources or related field. 
  • Seven to ten years of HR leadership experience preferred.  
  • Two years of executive HR experience.
  • Senior Human Resource Professional certification by SHRM or HRCI preferred.  
Required Skills and Abilities:
  • Lead a culture attuned to organizational core values by demonstrating behaviors in the environment to include: respect for all people, service above self, commitment to excellence, and honest, ethical conduct.
  • Commitment to and understanding of the personal behavioral expectations of a faith-based organization to encompass an understanding of the organizations’ core values and a commitment to diversity, equity and inclusion.
  • Excellent interpersonal and conflict resolution skills.
  • Excellent written and verbal communication skills.
  • Excellent organizational and time management skills and attention to detail.
  • Strong analytical and creative problem solving skills.
  • Strong supervisory, coaching, mentoring and leadership skills.
  • Commitment to the organizational core values
  • Ability to interface with people at all levels of the organization and multiple levels of internal and external customers.
  • The ability to embrace, adapt and lead change
  • Thorough knowledge of employment-related laws and regulations.
  • Knowledge of and experience with varied human resource information systems.
  • Proficient with Microsoft Office Suite or related software.


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